...Social Actions on bullying A social problem is any certain condition or a group of events that causes public attention/troublesome situation, and requires a change for the betterment of the society and the individuals affected by it. Human beings face plenty of issues in their lives and not all of them become social problems. The construction of social problem highlights how the society defines to be the appropriate way to do things. The critical thinking model has been used to analyze today’s social issue “Bullying”. What is critical thinking? Basic critical thinking is inquiring the nature of the issue using problem solving skills. It involves maximizing and minimizing parts of the social problem, keeping in mind its’ importance. Changes are required as action plans and hence they need to be clearly identified. What is bullying? Bullying is any kind of unwanted behaviour where an individual mistreats anyone to a point such that his/her personal or mental stability gets in risk. These situations affect directly the victim and the witnesses, it´s existence and lack of attention affects the human rights of the principal victim and the witnesses. Who defines bullying? Bullying can be defined in many different ways depending on the nature of bullying. Bullying can be done in various numbers of ways: i. One-on-One, where the stronger individual has the upper-hold of the weaker one. ii. A group of people bullying a single individual. iii. A superior group of people...
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...Effects of Bullying Introduction Having been recognized as an expected yet serious problem in the society, bullying is no longer considered as new problem in the society. Bullying can come in various forms and it can happen to both children and adults. There is a high likelihood that most adults and children each have stories to share which relates to each of their personal experiences either of bullying, or victimization, or witnessing acts of aggression toward others. As perennial as it can get, becoming a victim of bullies has often received the notion of being viewed as a normal part of growing up, or as some have put it, a rite of passage for children and adolescents. In the late 1970s, perspectives began to change as this outlook was looked into by the different researches. It sheds new light on the damaging effects on youths’ growth and development with respect to bullying and victimization. An increase in the awareness of bullying and victimization as well as how it resulted to be a widespread societal problem has been the initial outcome of the innovative research which has encouraged other research on this phenomenon. The beginnings of research on this social issue have been primarily conducted in Sweden and other Scandinavian countries for a number of years. As the research has been shared with other experts the world over, it resulted to the spawning of the exploration on this topic and has reached other countries, including Japan, England, Netherlands,...
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...training is the centerpiece of organizations. It challenges ingrained biases and is the primary driver of change in organizational culture. A workplace benefits from diversity training by having employees letting their guards down and building healthy business relationships, as well as decreasing bullying and discrimination. Therefore, diversity training is to be seen as the cornerstone of any diversity initiative and will be a natural part of an organizational program. When a company or organization decides to implement diversity training into its workplace culture, it must take proactive steps to ensure that diversity initiatives are seen as opportunities to improve the overall productivity of the company and its employees in a bias-free, diverse workplace. A company should also gain information on its learners, understanding their take on diversity. Also finding out if their targeted audience already have any stereotypes or assumptions that can be broken. The diverse nature of a company is important when implementing diversity training. When a company has cultural group of the same background it might be harder to incorporate a diversity plan oppose to a company that is more diverse. One great way to begin the training is structuring work teams so they are ethnically, racially and gender-balanced will aid employees in dismantling stereotypes and assumptions, by exposing them to realities. Presenting the training information in different ways can help employees with different...
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...Unit 3: Citizenship, Diversity and the Public Services P5 Policies and procedures with relation to Public Services: -Providing opportunities of equality and Anti-Discriminatory Policies and Procedures: such as Recruitment, Selection, Promotion and Training. Any ethnic minority, religion, sex, race etc. should not be discriminated through recruitment to join a Public Service role. This can be done through effective selection; this can be done through targeted selection where a public service will advertise through posters, newspaper articles/adverts etc. The Public Services such as the Army will mention “we are looking for this religion” e.g. Sikh to join the Front Line. To maintain equality within training, a Public Service will not breach any Anti-Discrimination policies, such as in the Police, all trainees to become constables, will be equal with no isolation towards religious or ethnic beliefs, on the basis of sex and all other Anti-Discrimination policies, all trainees will remain together, to feel equal and privacy. Personally I think this is an effective way to promote diversity, as members of the public and of the chosen religion will feel like useful individuals which have a specialist role. And the Police have to represent society e.g. can’t have all officers white British male when they live in the centre of Moss side which is predominately a wider range of other ethnic groups. https://www.gmcvo.org.uk/ethnic-population-greater-manchester-districts- Although it...
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...According to Skinner’s theory, “Operant” refers to how an organism operates on the environment, and hence, operant conditioning comes from how we respond to what is presented to us in the environment. It can be thought of as learning due to the natural consequences of our actions (B.F.Skinner,1904-1990). Like all the learning theories out there, Skinners operant conditioning theory has both positive and negative (reinforcement & punishment) feature. There are various strengths to this theory, as well as weakness. Operant conditioning explains a broad range of phenomena, such as when a person is rewarded for a behaviour, it is more likely for it occur again. Many organisation employ the use of positive reinforcement to builds confidence and helps employees have a more pleasurable experience at work. While, avoid the side-effects of punishment or negative reinforcement, such as frustration, anger, anxiety and depression( Kashdan and Fincham,2004,p 484 as cited in Leslie E, Linsey N, Richard, 2012). Case study, Airbnb.Inc gives all of its employees $2,000 a year to travel anywhere in the world they want to.Besides the awesome travel stipend, Airbnbers allowed to bring their pets to work every day, they go sailing together, have a ping pong table, weekly Yoga classes is provide and get to eat organic lunches on a daily basis(Natalie W,2013). Positive reward will motivates efficient workers to continue to do a good job.In contrast, lack of reinforcement leads to job dissatisfaction...
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...EMBEDDING EQUAL OPPORTUNITIES IN THE CURRICULUM 1 Rights and Responsibilities Curriculum of Inclusion Inclusive Learning Responding To Diversity Discrimination, Harassment and Bullying Celebrating the diversity of achievement Learning Support Needs and interests of communities Respecting Diversity Beyond Europe – Encompassing World knowledge in Teaching & Learning Learner Support Skills and Knowledge for Work in the Multicultural World Differentiation of Teaching and Learning Citizenship Legal Compliance Ofsted Inspection EQUAL OPPORTUNITIES IN THE VOCATIONAL CURRICULUM ©Gordon Ffrench Associates Depending on the nature of the subject and the learners, it includes some or all of the following ingredients: Inclusive teaching which takes account of the diverse learning needs, styles and preferences of learners. Responsive teaching which aims to manage the learning experience in a way which empowers and validates the diverse perspectives of learners. ©Gordon Ffrench Associates 3 Anti-discriminatory teaching which teaches learners about their rights and responsibilities to each other in the classroom, the workplace and the wider society. Attitudinal teaching which fosters understanding of how stereotyped attitudes and prejudiced thinking damage relationships, hinder communication and are therefore bad for education and bad for business. Diversity teaching which acknowledges and celebrates the contributions of men and women of all backgrounds, ages...
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...I realized quickly that, at the University of Akron, there is not a misrepresentation of different cultures on the campus, but there may be a misrepresentation of non-caucasian students in the technical fields, or the “smart” classes. I began to see my internalized racism and hated myself for it. I thought some students were lazier by the way they look or act; a stereotype that we should throw away entirely. Even attempting to remove stereotypes, I find it difficult to connect with people of different cultures - there is too great a division. The most I have been able to connect with is via my co-workers at a part-time job just South of campus, Chipotle. At that restaurant, I learned more than I ever thought I could. I learned things such as; people of color can be racist toward their own culture, believing that some members perpetuate negative stereotypes and further a ‘negative’ name. People of color deal with vastly different issues than I do, for example, the stereotyping that can sometimes be seen in law enforcement, racism in the workplace, difficulties applying for loans, not being taken seriously in professional or academic situations. Working at Chipotle has taught me about racism in the world, cultures in urban environments, and the inherent normalization of racism in...
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...analyze the detriments and implications of a workplace tainted with harassment issues, as well as to provide recommendations to assist organizations on how to avoid legal liability regarding harassment claims and how to achieve a harassment-free work environment. Drawing on scholarly sources, the report identifies three forms of harassment, which are bullying, sexual and racial harassment. It examines the differences in people’s perception of harassment in general as well as the factors influencing individuals’ experience of it. The report describes the risks for businesses experiencing harassment in the workplace; it examines the negative effects they can have on organizational environment, and its impacts on the organizations’ professional image. The findings of this report suggest that organizations can prevent and resolve harassment in the workplace by improving leadership and communication among employees, and by implementing and enforcing a clear and effective anti-harassment policy. The recommendations made in this report are to: * Provide basic guidelines on how to create and enforce effective human rights policies in organizations * Provide the necessary elements an effective anti-harassment policy should have * Provide adequate training and education programs for everyone at the organization INTRODUCTION Over the last years, there has been a rising concern over the issue of harassment in the workplace. Despite some employees may ignore or find...
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...A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and to suggest ways of dealing with these toxic people so that the corporate culture is not negatively impacted by their behavior. Overview To be successful, organizations must create an atmosphere that inspires both innovation and risk-taking. In an increasingly competitive global economy, such innovation is more important than ever before (Hamel, 2000). However, not only does workplace bullying stifle productivity and innovative practices, but bullies often target the organization’s most talented employees—those individuals who are generally the most threatening to bullies (McCord & Richardson, 2001). As a result, the creativity and productivity of the organization’s most talented human capital is often negatively affected by this type of behavior at work or, worse yet, good employees are driven out of the company altogether. Bullies are often hard to identify because they operate “under cover”—that is, on the surface they appear to be civil and cooperative, while they do ...
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...navigation, search Bullying is detrimental to students’ well-being and development.[1] Bullying is a form of aggressive behavior manifested by the use of force or coercion to affect others, particularly when the behavior is habitual and involves an imbalance of power. It can include verbal harassment, physical assault or coercion and may be directed repeatedly towards particular victims, perhaps on grounds of race, religion, gender, sexuality, or ability.[2][3] The "imbalance of power" may be social power and/or physical power. The victim of bullying is sometimes referred to as a "target". Bullying consists of three basic types of abuse – emotional, verbal, and physical. It typically involves subtle methods of coercion such as intimidation. Bullying can be defined in many different ways. The UK currently has no legal definition of bullying,[4] while some U.S. states have laws against it.[5] Bullying ranges from simple one-on-one bullying to more complex bullying in which the bully may have one or more 'lieutenants' who may seem to be willing to assist the primary bully in his or her bullying activities. Bullying in school and the workplace is also referred to as peer abuse.[6] Robert W. Fuller has analyzed bullying in the context of rankism. Bullying can occur in any context in which human beings interact with each other. This includes school, church, family, the workplace, home, and neighborhoods. It is even a common push factor in migration. Bullying can exist between social...
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...Lately, the concept of unconscious bias or “hidden bias” has come into the forefront of our work as diversity advocates because the dynamics of diversity are changing as we enter the 21st Century. Our tradition paradigm has generally assumed that patterns of discriminatory behavior in organizations are conscious; that people who know better do the right thing, and those who do not cause bias. As a result, we have developed a “good person/bad person” paradigm of diversity: a belief that good people are not biased, but inclusive, and that bad people are the biased ones (R. Cook 2008). Forms of unconscious bias with foreign employees: Out of the 10 unconscious biases mentioned in the article by Cook Ross (2014), I have noted the following to have a negative impact on the international business relations. Diagnosis bias, having foreign employees from India, employees make a quick decision on how to act with a person just based on initial perceived opinion. Pattern recognition, employees decide that if the Indian employee has completed a task wrong once before, they will do it wrongly again. Value attribution, employees consider that foreign Indian employees have values that they take for granted. Confirmational behavior, employees in Finland have noted to consider that what confirms their beliefs and then ignore what contradicts their beliefs while also disregarding the facts that contradict their points of view. Automatic perception, the Finnish employees have a reflexive reaction...
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...2004). One in five Australian employees described that they have taken time off work because of feeling depressed, anxiety or mentally unhealthy (Beyondblue, 2014). Furthermore, 26% people reported that work stress was the second largest reason resulted in work-related injury and illness (Caulfield et al., 2004). Australian businesses lost approximately 10.9 billion dollars each year (Beyondblue, 2014). The survey also found out that there was a considerable deterioration in workplace wellbeing with personnel being forced to despair as more stress was put on rising productivity and job became continuously insecure (Browne, 2013). Additionally, bullying also treated as one significant factor caused depression in workplace. The workplace bullying can behave through oral reprimands or abuse, distribution of undesirable work responsibilities, and more strict and frequent supervision (Smith, as cited in Kieseker & Marchant, 1999). Psychological health and costs for the victims could be affected by workplace bullying, such as depression (Kieseker & Marchant, 1999). In that way, the dangerous working environment also has a considerable impact on the prevalence of...
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...Bullying is the use of force, threat, or coercion to abuse, intimidate, or aggressively impose domination over others. The behavior is often repeated and habitual. One essential prerequisite is the perception, by the bully or by others, of an imbalance of social or physical power. Behaviors used to assert such domination can include verbal harassment or threat, physical assault or coercion, and such acts may be directed repeatedly towards particular targets. Justifications and rationalizations for such behavior sometimes include differences of class, race, religion, gender, sexuality, appearance, behavior, strength, size or ability. If bullying is done by a group, it is called mobbing. "Targets" of bullying are also sometimes referred to as "victims" of bullying. Bullying can be defined in many different ways. The UK currently has no legal definition of bullying, while some U.S. states, including Oklahoma have laws against it. Bullying consists of four basic types of abuse - emotional, verbal, physical, and cyber. It typically involves subtle methods of coercion such as intimidation. Bullying has become such a problem in many places. How can we solve this problem? Bullying ranges from simple one-on-one bullying to more complex bullying in which the bully may have one or more "lieutenants" who may seem to be willing to assist the primary bully in his or her bullying activities. Bullying in school and the workplace is also referred to as peer abuse. Robert W. Fuller has analyzed...
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...A Analyzing a Major Issue: Bullying Starts at Home Week 8 Assignment 2 Submission Alexandria DeAngelo June 15, 2014 People argue that bullying starts in the home, but what if it’s bigger than that? Some cultures are known for their hierarchy of the family model. The man is at the head of the family; he and his sons are of the most importance, and the mother and children are secondary. This type of hierarchy often leads to bullying that begins in the home, and leaks out into the community, sometimes even an entire culture. What evidence the literature available to date demonstrates ethnic groups, or culturally identified customs that promote bullying behaviors in men? When someone thinks of bullying, a typical image that comes to mind is a school hallway, a bigger kid throwing a smaller kid into a locker, and some belittling phrases. However, bullying can occur in many different forms, and on different levels of severity. In some cultures, men are taught growing up that they are dominant over females. “Many have debated the definition of culture. Overall, most agree with the definition that culture is an acquired and transmitted pattern of shared meaning, feeling, and behavior that constitutes a distinctive human group” (Ayman & Korabik, 2010). As these young boys grow up, become husbands and fathers, these men begin to treat their wives poorly, often bullying them verbally, mentally, or even physically. This bullying can lead to violence. When young children...
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... different problems: examining the way immigrants from former USSR experience and cope with workplace aggression. In this qualitative study I analyze the way immigrant workers experience workplace aggression in Israeli companies, actions taken to deal with aggression and possible actions to be taken in future. Study participants were immigrant workers, emigrated from former USSR during last 23 years. Their narratives were analyzed for common topics. Data show that most participants did not take some actions to cope with aggression; however, some mentioned a few different ways. Two participants’ strategies were successful. Employer responses included indifference and various forms of retaliation. Most participants would allegedly act differently in future. Questions for future research are suggested. Table of Contents I. Introduction 4 II. Theoretical background 6 1. Workplace aggression 6 2. Types of workplace aggression. 7 3. Measuring Workplace aggression 8 4. Immigrants as victims of aggression 9 5. Immigrants form former USSR in Israel 11 6. Preventing and coping with workplace aggression 12 III. Method 14 VI. Findings and discussion 16 V. Summary and Conclusions 28 VI. Bibliography 30 VII. Appendix 35 I. Introduction Almost anyone who has ever worked has experienced workplace aggression in one form or another. Workplace aggression is something we do not like to talk about and something that a lot of people would...
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